Organizational Factors Shaping Levels of Commitment Among Non-Teaching Personnel of Mindanao State University- Marawi: A Correlational Study

Alifahmie A. Magolama
Mindanao State University- Marawi City, Philippines
http://doi.org/10.37502/IJSMR.2026.9202

Abstract

Organizational commitment is a critical factor influencing employee performance, retention, and institutional effectiveness in higher education institutions. While there are studies conducted, few have examined non-teaching personnel, particularly within Higher Education Institutions (HEI) in the Philippines. This study investigates the factors affecting organizational commitment among non-teaching personnel in selected administrative offices at Mindanao State University. Anchored in Meyer and Allen’s Three-Component Model of Organizational Commitment and Organizational Support Theory, the research examines the relationship between role clarity, job control and satisfaction, job security, career development, performance appraisal, organizational culture, management support, and employees’ commitment and job involvement. Using a quantitative cross-sectional survey design, data were collected through a modified Organizational Commitment Scale and analyzed using descriptive statistics and Pearson correlation. Results indicate that respondents generally reported positive perceptions of organizational factors (M = 3.40–4.39), particularly in role clarity and supervisory guidance. Job security received comparatively lower ratings, reflecting moderate concerns regarding employment stability. Organizational commitment levels were moderate to high across affective, normative, and continuance dimensions, with normative commitment showing relatively stronger levels than affective commitment.

Correlation analysis revealed statistically significant positive relationships (p < .001) between organizational factors and job involvement. Career development and management support demonstrated the strongest associations, suggesting that professional growth opportunities and supportive leadership significantly enhance employee engagement and commitment.

Keywords: workplace environment; human resource; organizational commitment.

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